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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in suits against companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid salaries, and failure to provide benefits like medical leave or affordable lodging. We have actually been representing staff members given that 2000 and have actually helped countless Dallas employees.
Our workplace is staffed by 6 attorneys focused solely on work law. We office out of a restored Victorian estate originally integrated in 1910. We are located in the State-Thomas location of Uptown Dallas.
If you are looking for a work legal representative to represent you in a legal conflict, please call us.
Having practiced employment law for more than a decade, Rob Wiley understands it can be tough to discover a qualified work lawyer in Texas. Most of our clients have actually never ever had to hire an attorney before. We suggest you ask these 10 questions to find the best work attorney for you:
What percentage of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. dedicates practically all of our practice to work law.
Do you normally represent workers or companies? More than 99% of our clients are workers. Our Dallas employment attorneys aggressively argue for implementing and broadening employee rights. Because we do not represent employers, we are not worried with losing company clients by passionately defending staff members.
Are you a Texas lawyer who is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has licensed Rob Wiley as a Professional in Labor and Employment Law.
Does your law office have the required resources to manage my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to deal with most cases.
Are you a solo professional or does your firm employee a number of attorneys that can assist with my case? We are a genuine law office that interacts as a group.
What do other work attorneys consider you? Rob Wiley, Dallas employment legal representative, has an outstanding credibility. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at numerous lawyer training conferences across the United States and globally.
Have you ever been reprimanded or disciplined by a ? No. You can confirm lawyer disciplinary history at www.texasbar.com.
Will you meet me face-to-face for the initial consultation? Yes. We strongly promote for in person conferences. Most employment cases are complicated. Our Dallas employment lawyers wish to satisfy with you personally to have a meaningful conversation about your case.
Will I meet a real attorney for my preliminary consultation? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer personnel for initial consultations.
Do you charge an initial consultation fee? If not, job why not? Yes, we charge a consultation fee. By charging a seek advice from cost, we drastically decrease the number of preliminary consultations. This enables us to have a lawyer present at every preliminary consultation. It likewise guarantees that the clients we see are serious about their case. Our company believe that a lot of reliable work attorneys charge for a preliminary consultation. In our opinion, work legal representatives who do not charge for a preliminary speak with are typically not excellent.
The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their employers. A lot of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although many of our cases are individual cases, we likewise represent employees in class or job collective actions and complex lawsuits.
Discrimination is forbidden under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is necessary to employ an attorney before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before federal government agencies and in court.
It is unlawful for an employer to permit a hostile work environment under a number of state and federal laws. Generally, a hostile workplace takes place when an employee experiences severe or prevalent harassment. For example, a manager who sexually harasses a subordinate can produce an unlawful hostile work environment. Similarly, usage of the “n-word,” ridiculing a disabled employee, or demeaning a staff member’s spiritual beliefs might create a hostile workplace.
It is unlawful for an employer to strike back versus a staff member for working out work environment rights. This can consist of retaliation for complaining about discrimination, harassment, work environment security, overdue overtime, or job union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to dissuade other staff members from making grievances or taking action versus the employer. Employees who are mindful of financial or government fraud may have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting scams.
Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is often illegal. Only certain high-level supervisors, administrators, job and experts may be paid a salary in lieu of overtime. The exceptions are couple of and far in between.
While many staff members are considered tipped staff members and are paid $2.13 per hour, total settlement must be at least $7.25 per hour, consisting of ideas. Additionally, employers should pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped employees to pay breakage costs, strolled tabs, job or share suggestions with kitchen staff, janitors, or management.
Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and job dad, or child. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate against employees who are looking for leave, have actually departed, or are returning from leave. After taking leave, a staff member must be gone back to the same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) an employer need to supply a handicapped worker with affordable accommodations. if it would enable the staff member to perform the vital functions of the job. Reasonable accommodations might include, customizing work schedules, short-term leave, working from home, or changing task duties.
The deadline to file a work claim can be exceptionally short. If you are experiencing problems in your workplace or have been fired, call our office instantly.